The one constant at the NYT is a commitment to top quality journalism. Smart, committed people who are devoted to putting out an incisive and important publication. Resources, though getting scarcer, are still adequate. Co-workers are ambitious (and often self-absorbed) but not cut-throat. So while it's not a touchy-feely, esprit de corps kind of place it is collegial and there is some shared sense of mission. Best of all: you feel like what you do actually makes a difference.

Cons

Demanding hours and diminishing compensation make it a tough to have a work/life balance. The NYT always expected newsroom employees to make sacrifices in terms of their personal lives because of the non-stop requirements of the news business. It was hard enough back in the days when the paper paid better than competitors.

But as the newspaper business has gone through upheaval, and seen its financial fortunes sink, the demands have grown and the NYT has become less generous. Salaries are lower than a significant number of online news organizations. Pension benefits have been slashed. A large portion of health care costs have been shifted to employees. As a result, compensation is worse now than it was 20 years ago and - barring some breakthrough - will continue its steady decline in the years to come.

Advice to ManagementAdvice

Figure out that business model. Even though you've managed the industry's demise better than other newspapers (putting up a pay-wall was a financial success, albeit three years too late) much more needs to be done online to make up for the inexorable loss of print advertising revenue.

The staff sincerely appreciates the way you've committed yourselves to quality journalism during the tough times. And we're grateful that you're attempting to figure out a sustainable long-term strategy, rather than simply budget cut your way to quarterly profits. But all the idealism and pep talks in the world don't pay the bills, so it's urgent that you bring in better top-level digital talent.

In the meantime: better pay for staff and leaner bonuses for executives (that means you, Mark Thompson!!) would go a long way towards shoring up morale during these turbulent times.

The level of talent of those around you is top-notch, whatever your department -- editorial, business, anything. And it's no small thing to work with people who are often risking their lives to report the news. While the benefits aren't great, full-time employees can work toward a pension, and there is a guild to protect labor interests. And though it varies depending on the job, most people have a favorable work-life balance.

Cons

The company makes no effort to invest in its employees' skills or careers, and provides no direction in terms of career advancement. In over four years working there, I have never received a performance review, or even had a conversation with my supervisor about my work and where I'd like to go at the company (except when I initiated the talk). It's almost as if management expects Times employees, being (mostly) reporters, to use their skills to figure all this out themselves. But that's no way to run a company, and as a result morale is horrible, while there is a sense -- fair or not -- that individual managers promote their friends and favorites over more deserving candidates.

Advice to ManagementAdvice

Where to start? Develop a committed, top-grade career-development staff. Create protocols for performance reviews and incentives. Make it easier for workers to move among departments -- these are smart people who can get easily bored.

Current Employee - Advertising Production Representative in New York, NY

Current Employee - Advertising Production Representative in New York, NY

I have been working at New York Times part-time (more than 5 years)

Pros

The company has an outstanding editorial department. The programs and affiliations are priceless. The perks are limited but the company has an excellent benefits package.

Cons

You report to several individuals, meaning you are not really sure who your boss is but you have a few of them. There are several tiers of management (managers, directors, executive, vice president, etc.). I've never seen an accurate organizational chart.

Advice to ManagementAdvice

The company should reduce the tiers of management or figure out a better way to organize each department. The company is fragmented and it shows in the level of customer service. The employees are staggered and lack basic knowledge of the products they produce.

Company reputationNetworking opportunitiesTraining/education opportunitiesFlexible work schedule (depending on the department)

Cons

Power struggles between departmentsFinger pointing when something goes wrongConflict in management styles within departmentsOnly give feedback during annual reviewsNo clear roadmap for projects or prioritization everything is top priority

Advice to ManagementAdvice

Provide clear road map for future projects and show how they tie into important current projects. Give real prioritization guidance and timelines. Open real channels of communication, not just annual reviews. Give people a chance to improve performance. Don't treat high performers like the average or below average employees! Acknowledge great work when it's done.

The exceptional work that is produced by everyone offers a serious journalist many opportunities to excel. Generally, staff are helpful and always offer to answer questions. With overtime, a freelancer can usually make enough to live.

Cons

The expectation is often to cover desks with little training. There is no discussion of one's future work probabilities, leaving one unemployed for weeks without warning. Freelancers are not communicated with very often or very thoroughly, making the job nerve-wracking. Typically, one must freelance 2 to 3 years before getting hired as a permanent full-time employee. In the meantime, there are no benefits, constant concern about how much work one may be offered for the next month and they rarely schedule beyond 2 weeks to a month in advance.

Advice to ManagementAdvice

Communicate better with freelancers, as the morale of your salaried employees depend on them being available to fill-in for vacations and emergencies. Give them feedback as to job performance and as to what they can expect for employment. Give them a reason to want to stay that goes beyond the excellent product that is created there.

NYT hires the best of the best so you will always be working around very smart, dedicated and talented individuals.Even though the cafeteria is expensive, it has many great food/drink options and a fantastic view of NYC. There is also a separate full coffee bar!

Cons

Advancement opportunities are limited. Upper management are not fully invested in the success of their individual employees.

Advice to ManagementAdvice

Create a corporate structure where individuals work together towards a common goal. When there is success reward employees with recognition and new opportunities.

It's the Times. Your calls will always get answered. The world takes the brand very seriously.

Cons

Try to branch out and you get iced out. Management sees you as what you were hired as, and good luck trying to move up. There is little hope for internal promotion, and no formal path forward. Ask for more money and you will be treated like a criminal. They like to give you higher-level work and not pay you for it or formally promote you.

Advice to ManagementAdvice

Take a look at the talent in your building. Your loyal employees are miserable. They want to learn new skills and advance but there's a cultural barrier that prevents it. Stop worrying about hiring 23-year-old white men right out of Harvard. You are hemorrhaging talent and it's at your own peril. Also, you need to be digital first, and the culture needs to reflect that. There's a caste system here that's stuck firmly in the past. There is a war for eyeballs and we are losing it. Digitize or die. That's more than a business plan - that's a mindset.